Talent Strategy Advisor

The Talent Acquisition Partner plays a vital role in aligning talent and workforce strategies with business priorities across assigned service lines. This includes partnering with mid-level managers and senior leaders to deliver key programs across workforce planning, performance, engagement, and organizational development.

• Facilitate workforce planning discussions, forecasting, and skills gap identification
• Partner with COEs to cascade and localize initiatives including compensation, DEIB, and learning

Performance Management

• Guide managers through annual and quarterly performance reviews, development planning, and promotions
• Facilitate training, coaching sessions, and team development initiatives in collaboration with the L&D team
• Lead colleague survey action planning for assigned client groups and support team-based culture initiatives
• Monitor engagement and attrition trends; identify potential risks and provide actionable insights

Organizational Development & Change Enablement

• Assist with reorganizations, job design, and change communication planning
• Lead small-scale organizational health assessments and facilitate follow-up sessions to improve team alignment
• Use diagnostics, assessments, and feedback tools to inform Organizational Development strategies and business leader actions

Talent Data & Insights

• Use HRIS tools to generate workforce dashboards and interpret talent data
• Leverage insights from performance, engagement, and turnover to make evidence-based recommendations
• Monitor progress against talent metrics and flag trends proactively

Core Competencies

Strategic: Thinks beyond day-to-day tasks to understand business context and align people strategies with organizational goals

Empathetic: Approaches people challenges and leadership coaching with compassion, active listening, and sound judgment

Resourceful: Navigates complex or ambiguous situations by leveraging available tools, knowledge, and networks to find effective solutions

Influential: Builds trust-based relationships and communicates clearly to guide and support leaders through sensitive and strategic matters

Accountable: Takes ownership for the experience of leaders and employees, delivering on commitments with integrity and consistency

• Strong coaching skills with the ability to guide managers through performance conversations, development planning, and team dynamics
• Proficiency in analyzing workforce data, identifying trends, and using insights to inform recommendations
• Effective facilitation and communication skills with a strong executive presence
• Understanding of core HR functions including performance management, engagement, and succession planning
• Ability to manage sensitive matters with discretion and provide sound, practical advice to leaders
• Skilled in building trust-based relationships across all levels of the organization
• Familiarity with talent frameworks (e.g., 9-box, succession planning, engagement models)
• Experience using HR systems and tools to drive decision-making

• Bachelor's degree required, or equivalent in education and experience
• Master's or certification in HR, OD, or coaching preferred
• 5-7 years of progressive HR, talent development, or business partner experience
• Experience supporting senior managers or multi-functional teams preferred

Sound Physicians is committed to diversity, equity, and inclusion at the bedside and in our workforce. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, gender identity, sexual orientation, age, marital status, veteran status, disability status, or any other characteristic protected by federal, state, or local laws.